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2010 ETUC 8 th of March Survey From membership to leadership… where do we stand?

2010 ETUC 8 th of March Survey From membership to leadership… where do we stand?. Cinzia Sechi 11 March 2010, Luxembourg. Political background. ETUC political commitments towards a more balanced representation of women in decision making positions Equality Plans (1999, 2003)

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2010 ETUC 8 th of March Survey From membership to leadership… where do we stand?

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  1. 2010 ETUC 8th of March SurveyFrom membership to leadership…where do we stand? Cinzia Sechi 11 March 2010, Luxembourg

  2. Political background • ETUC political commitments towards a more balanced representation of women in decision making positions • Equality Plans (1999, 2003) • Mid term Review (2005) • Charter on Gender Mainstreaming (2007) • Framework of Actions on Gender Equality (2005)

  3. ETUC 8th of March Survey • Charter on Gender Mainstreaming • Annual monitoring of ETUC members’ gender disaggregated data (membership and decision-making positions) • Every year one specific focus • 2008: Pay gap • 2009: Work-life balance/childcare facilities • 2010: Women in trade unions’ leadership and collective bargaining • Same methodology

  4. 2010 ETUC 8th of March SurveyResults / Replies • Replies from 55 national confederations (out of 82) from 30 EU countries • 3 PERC members (out of 20) • 4 EIF (out of 12) • Number of contributions increased since 2008 • 27national confederations did not take part in this year’s survey • 20have never replied since this exercise started

  5. 2010 ETUC 8th of March SurveyResults / Membership How many women in trade unions?

  6. 2010 ETUC 8th of March SurveyResults / Membership National confederations that replied represent + 49.600 million members, of which + 21.900 million are (44%) 2 Nordic unions recorded the highest rate of female members (UNIO-Norway 75,4 % and STTK-Finland 70%) 2 Turkish unions the lowest rate (HAK-IS 10%, TURK-IS 11%) 8 confederations reported more female than male members (EAKL-Estonia, LBAS, LDF, LPSK/LTUC Lithuania, YS-Norway, TCO-Sweden, UNIO-Norway, STTK-Finland) 20 national confederations have a gender balanced membership (comprising between 45% and 51%)

  7. 2010 ETUC 8th of March SurveyResults / Leadership Trade Unions with … • Presidents: 4 (out of 42) • UATUC-Croatia, LO, SACO - Sweden, FNV-Netherland • Vice Presidents: 24 (out of 71) • 13 unions position held jointly with men • Secretary General: 8 (out of 39) • ABVV/FGTB-Belgium, LPSK/LTUC and LDF - Lithuania, LO and UNIO Norway, AKAVA and STTK-Finland, TCO-Sweden • Deputy Secretary General: 7 (out of 22) • ICTU-Ireland, CGIL-Italy, LCGB-Luxembourg UGT-Portugal held with a male colleague • ELA-Spain, TCO-Sweden and TUC-UK: only a woman

  8. 2010 ETUC 8th of March SurveyResults / Leadership • TU policy departments usually held by • International/European, Equality/Women, Training/Education • TU policy departments usually held by • Economics, Trade union action (i.e. organising and recruitment), Legal affairs • Balanced representation • H&S, Collective bargaining/Social dialogue Environment/Sustainable development, Social policy, Employment, Press & Communication, Finance & Administration, International/European, Training/Education

  9. 2010 ETUC 8th of March SurveyResults / Leadership • 71% of confederations have a specific policy designed to increase the presence of women in their decision-making bodies • For 1/3 of respondents: not a relevant issue • Unions that deem having such a policy important: • Why (social democracy, women’s issues are promoted in TU agenda…) • How (trainings, research and surveys, action plans, positive actions, quota…) • Arguments used against (stereotypes, not a priority, financial shortages…) • Most perceived barriers to women in TU leadership positions • Lack of time due to the unequal sharing of family responsibilities • Preconceived, stereotyped ideas concerning the role of women leading to attempts to dissuade them • Lack of a specific policy within the trade union organisation!

  10. 2010 ETUC 8th of March SurveyResults / TU as employers • 34 national confederations took concrete measures in order to facilitate female employees in their activities • Everyone can speak at meetings (64%); • Flexible working hours schemes for their employees (60%) • Recruitment of women for areas where they are under-represented (51%) • Regulating the timing of meetings (i.e. avoiding meetings at times that cause problems for people with family responsibilities) (50%) • Code for the protection of dignity at work and the elimination of sexual harassment in the workplace (49%) • Gender disaggregated data of the situation of their employees with regard to employment, recruitment, promotion and wage (44%) • Regulating the frequency of meetings (41%) • Gender pay gap schemes (37%) • Limited working time (33%)

  11. 2010 ETUC 8th of March SurveyResults / Collective bargaining • Instruments developed by trade unions to incorporate gender mainstreaming in collective bargaining • Guidelines (60%) • Trainings • trade union representatives to negotiate with a gender perspective (54%); • female negotiators (48%) on gender issues; • male negotiators (40%) on gender issues; • Ensure that women are present in negotiating teams (46%)

  12. 2010 ETUC 8th of March SurveyResults / Collective bargaining • How the content of negotiations is usually affected by gender mainstreaming • discussing the gender dimension of general issues in collective bargaining (77%) • Finding out legislative instruments that deal with equality and that can be used during negotiations (71%) • Adding issues to the collective bargaining agenda that are traditionally seen as women’s issues (71%) • Collecting gender disaggregated facts and figures to be used during negotiation (50%) • Finding out the opinions of female workers on the topics to be negotiated (36%).

  13. 2010 ETUC 8th of March SurveyResults / Collective bargaining • Main factors that limit the presence of women in collective bargaining units • Lack of time of female trade unionists (60%) • Lack of a specific policy within the unions addressing the issue of women in bargaining units (54%) • Discouragement or hostile reactions from male colleagues (40% ) • Lack of specific knowledge of women in bargaining methods (23%) • Arguments to ensure/improve women's’ presence in collective bargaining units • Different experiences/point of view, social democracy, raise gender issues in CB agenda… • For half of respondents: not relevant

  14. Conclusions & next steps • Women still under represented in national confederations’ TU leadership positions • What next for ETUC? New policy instruments/measures? • Berlin workshop (29 September 2010) • Towards the Congress (Athens, May 2011)… and afterwards • Collective bargaining: a mixed picture, but more can be done • ETUC Guidelines on mainstreaming gender equality in collective agreements? • Gender Mainstreaming within ETUC working methods • Brochure / Publications /Awareness raising • Results of 2101 8th of March Survey soon available on ETUC website: http://www.etuc.org/r/1368

  15. THANK YOU!

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